1. Psychological evaluation is one of the important sources of talent data. Through the evaluation, the ability and status of employees can be quantified, and the horizontal and vertical comparison between the company and the market level can be provided, thus providing a more accurate basis for the formulation of human resources policies;
2. The data of psychological evaluation can predict the performance and performance of employees. In this regard, the organization needs to invest some energy to build a set of models that are in line with the actual situation of the enterprise and have a certain predictive effect on the performance and performance of employees through data accumulation and model construction for a period of time, and finally help the enterprise predict the possible performance and adaptation of employees;
3. Psychological evaluation helps to prevent risks and reduce the possibility of special events. For example, the Health and Health Commission requires institutions, enterprises and other employers to take the mental health of cadres and workers as an important part of corporate culture construction, and improve the prevention and treatment level of depression among professional people through psychological evaluation, psychological consultation and referral services.
Because psychological evaluation has many advantages, it is essential to actively carry out evaluation work. Generally speaking, the core part of the whole project system of psychological evaluation is the selection of scale and the implementation of the project.